Michael Watson | Rosetta Thurman

28 Days of Black Nonprofit Leaders: Michael Watson

Michael Watson is Senior Vice President, Human Resources for Girl Scouts of the USA.

From the Girl Scouts website:

“We cannot remain competitive as a nation or solve the country’s most challenging problems without tapping the full potential of girls and young women from every segment of our society. I joined Girl Scouts because we embrace diversity and help girls from every background become this country’s future workforce and tomorrow’s leaders.”

Michael Watson, Senior Vice President, Human Resources, directs the development and implementation of strategies, policies, and programs in the areas of staffing, employee retention, workforce planning, diversity, compensation and benefits, organizational development, employee relations, and succession planning for Girl Scouts of the USA.

Prior to joining Girl Scouts in 1999, Watson was a human resources partner for IBM Global Services, where he served as the senior human resources strategist for two businesses with combined revenues of more than $2 billion. Other positions he has held include manager-corporate human resources for Time Warner Inc. and manager-staffing and cultural diversity for GE Capital’s 7,500-employee Retailer Financial Services business. He was awarded GE Capital’s Pinnacle Club for top performance. Before joining GE’s Human Resources Management Program, Watson worked as an IBM marketing representative and received an IBM Golden Circle Award for ranking among the top performers in sales for the year.

In 1997, Watson took a one-year self-financed sabbatical. He spent part of that year as a volunteer at two public elementary schools in New Brunswick, N.J. He has been a business coordinator and volunteer for INROADS and an Association of Yale Alumni delegate, and is a graduate of Leadership Jacksonville and Leadership Canton. Watson is a lifetime member of Girl Scouts of the USA and the National Black MBA Association.

Watson is chair of the National Assembly’s Human Resources Council, an association of senior human resources professionals from the nation’s leading national nonprofits in the fields of health, human and community development, and human services. He is also treasurer of the Nonprofit Sector Workforce Coalition’s board of directors. Composed of nonprofit organizations, associations, foundations and academic centers, the coalition focuses on identifying and addressing issues facing the nonprofit sector workforce.

Watson has a bachelor of arts in economics from Yale University and a master of science in organizational management and human resource development from Manhattanville College. A native of New Brunswick, N.J., he now resides in Stamford, Conn.

Photo credit: Girl Scouts

Questions for Emerging Leaders: After Moving Up, What’s Next?

This year’s Independent Sector Annual Conference is being held in Detroit, the Motor City where you can cross the border into Canada in only a few short minutes. My first impressions: friendly people, good food, a fantastic view of Canada from my hotel room window. And over 200 emerging nonprofit leaders under 40 to learn with over the next few days during the special NGen conference track : Moving Leaders from Next to Now. Last night’s speed networking event brought lots of hugs, laughs, catching up with old friends and making plenty of new ones. One thing is clear: for this dynamic group of young nonprofit leaders, we are not just “next,” we are NOW.

Neel Hajra from NEW (Nonprofit Enterprise at Work) moderated this morning’s first session with two very experienced panelists in the career development field.

David Simms, Managing Partner from Bridgestar, the Bridgespan Group

David gave great insights for those that want to not only move up in their careers, but continue to develop their leadership skills. He offered eight questions to ask ourselves that can help in this process:

What are you really passionate about? What gets you fired up?
What are you really good at? I mean, really good at? And what activities bring you joy?
Are you getting candid feedback on things you do well and need to improve? How often?
What are you doing to develop yourself? What books on leadership have you read recently? What conferences are you attending?
When during your career have you had a significant jump in your leadership capabilities?
Who are your mentors? What are you learning from them?
What are your true strengths? How do you use them everyday?
Who is at the organization because of you?

Our ability to develop ourselves and others is critical in order to obtain leadership positions. You have to model the behavior you want to see. We have to encourage others to grow in their careers, even if they end up leaving the organization. It’s an integrity issue. We have to give people the space to spread their wings and fly.

Michael Watson, Senior VP of Human Resources Girl Scouts of the USA

Michael provided candid insight into the importance of “Do-it-Yourself Professional Development”:

Time matters. Every year that goes by puts you closer to where you want to go or it doesn’t. If you casually take that for granted and say, “Oh, I have time.” You could end up missing opportunities. How do you plan to get to where you want to go?
Think about your relationships and how can they get better. Many times peple don’t get promoted because they are known for not having good relationships with their peers or their boss. This is a small nonprofit world and word gets around.
What are your unique accomplishments thaat distinguish you from other leaders?
Managing talent – employees are more disengaged with their work now more than ever b/c of economic pressures, less raises. Important to improve the way you work with others – people should feel good about working with you.
If can’t develop yourself in your current organization, figure out where else you can get those skills. You are responsible for your career management plan. Build your own team of advisors!